The Research Of The Organizational Trust, Organizational Commitment On The Impact Of The Employees Job Involvement

In today’s social environment full of fierce competition between corporations, human resource management has become a very important issue faced by the enterprises. What the previous scholars concerned about was the impact of negative behavior on the enterprise, such as job burnout and turnover intention of the talents. However, with the development of the positive psychology, it was founded that a positive behavior such as job involvement plays a more important role. How to keep the talents and make better use of the talents is more important for business survival. It is also the problem for the business managers to concern immediately. Combing the research of the job involvement of the domestic and foreign scholars, it is found that trust, especially the organizational trust is an important factor to affect employees’job involvement. Some studies have shown that the organizational trust directly impact on the job involvement of the staff. And some studies have found that the organizational trust and the job involvement also have a correlation with each other, but the effect is indirectly, which works by the other organizational factors (such as organizational commitment). Organizational commitment plays an intermediary role in the organizational trust, and job involvement is the focus of this studyThis study, based on the literature review, investigates the impact and correlation between organizational trust of each dimension, organizational commitment of each dimension, and job involvement, and further investigates the mediating effect of the organizational commitment taking organizational trust as independent variables, organizational commitment as mediating variables, and job involvement as dependent variables. This study adopted questionnaires to survey the employees of the enterprises, with500copies of questionnaires issued and414valid copies returned. The data collected was analyzed through the use of descriptive statistics, t-test, analysis of variance, correlation analysis, regression analysis and statistical methods, which achieves the following conclusions:(1) The demographic variables differ in organizational trust of each dimension, organizational commitment of each dimension and job involvement;(2) The organizational trust of each dimension, organizational commitment of each dimension, and job involvement have significant correlations with each other;(3) The dimensions in the organizational trust predict job involvement positively;(4) The dimensions in the organizational commitment predict job involvement positively;(5) The dimensions in the organizational trust predict organizational commitment positively; and(6) The organizational commitment plays an intermediary role between organizational trust and job involvement.